COM4120 Study Guide

Introduction

The following paper will look to focus on the issue of the management failures in the real life situations. The management of the organizations is liable for maintaining a proper approach for maintaining the smooth operations. The managers are always responsible for keeping the operations swift and smooth (Bucherer, Eisert & Gassmann, 2012). This will surely increase the efficiency and sincerity of the organizations in the best ways. However, the real life situations would be described in this paper to analyze the difficulties the managers would have to deal with the problems properly. The problem would be defined and the probable solutions would be outlined in this paper as well.

The Story

Some important things had been done within the organization using the some important human resources theories. In the beginning, the organization had been using the Managerial Grid theory as invented by Robert Blake and Jane Mouton. However, they have also faced some problems when this theory was being applied within the organization. The employees of the various organizations did not show any kind of proper team work. This had hampered their productivity as well (Bârg?u, 2015). Some important issues had been found out in the implementation of this theory in a major way. I sat down with a number of employees and found out that the employees had been the major victims of the disregard. This is why they were not motivated at all The priorities of the employees were completely overlooked just to ensure the high productivity of the company (Denti & Hemlin, 2012). However, out main focus was to create a good cultural environment for the employees to work in. The importance of the various rules has been discussed. This will be very much important for them to be successful. The closed system has not been followed within the organization and this has created huge miscommunications among the employees as well. However, it will be very important for the organization to obey the rules that will make the situation in other contexts as well. The organization has been maintaining the several policies and regulations that will be legally very important. The training of the workers is also arranged by the organization on a regular basis as well (Bârg?u, 2015). My role also was to determine the ways the organization could move forward and earn more profits. The product and service delivery of the organization was the process that I had to pay the most attention on.

Where things went wrong

The issues became very critical in applying the Country Club Management approach within the organization for better outcomes. The win-loss situation was created within the environment of the organization and this signified the fact the employees had completely lost their interest in working. The disregard they had to endure on a regular basis was not at all healthy for their confidence to be boosted (Bolden, 2016). This has been an impoverished management approach or style since the members of the team were not given the proper rewards for their contributions to the company. Some of the managers of the different departments had only cared for themselves (Denti & Hemlin, 2012).

The managers did not even have the proper care and respect for the employees. They did not even showed any interest in paying the proper wages as a mark of appreciation on time. The benefits of working are not given to the employees at all. The organization has been facing several problems within their operations. Some of the managers in different department have stressed on the machine like communications for the progression (Bârg?u, 2015). However, this cannot be supported since this approach will take apart their innovative capabilities.

The tenure of the employees is not measured before they are being assigned to the various works. This is why the organization has been facing several problems regarding the capacity of their employees. I must say that the stability of the tenure should be given the proper priority indeed. The people would have to take the added responsibilities for the growth of the organization indeed (Bolden, 2016). The unity has not been maintained in the commanding sections by the authorities. This has been a huge problem for the organization to implement the various approaches for their success.

Solutions

In this scenario, some steps should have been taken as per the depth of the problems. It has been seen that the implementation of the Managerial Grid Theory has not offered much advantages to the growth of the problem. However, the Team Management Style could be implemented in this context as this will yield better results in terms of team work within the organization. The employees need the proper respect and the facilities as they have been contributing their best for the growth of thee company. If the organization chooses to implement this style, they will be highly benefitted. The win-win situation will be created within the organizations and this will be very much helpful as the employees will gain the proper motivation. Every employee would each other for the completion of the work in a better manner. The employees are much creative and they are always willing to provide creative ideas to their peers.

The System IV theory can be used here with the stress being upon the participative organization style. The team work is the main thing here and the input of all the employees is judged with the proper value. The employees had lost their confidence when they saw that their views were not being given any priotity. However, in this style or human resources approach the managers would always consult with the employees and take the final decision on critically analyzing the best one. The thinking of the employees will really have an important say. Thus the organization will have to change the selection of theories in the best manner

The Hierarchy of Needs theory by Abraham Maslow can also be implemented by focusing on the psychological needs of the employees and providing them with the proper safety and security. The use of some theories will be much appropriate to find the resolutions for this problem within the organization (Bolden, 2016). I must mention the organizational adaptation and progression are very important factors for the success of the company in various ways. The stress should be put on the increase of the performance. However the approach of communicating like machines should not be followed since it will hamper the creative and innovative thoughts of the workers in a large manner. If the innovation of the employees will have to be increased, the only way to do it is to reward the workers with the additional remuneration apart from their monthly wages.

Conclusion

As the main points have been discussed in the above sections, the conclusion can be drawn in this one. The proper solutions will have to be implemented for the betterment of the conditions within the organization. However, it will indeed be very important for me to improve the communication process within the organization. Thus I will have to make the proper arrangements of the formal training on assessing the consumer needs in the best ways. I will also have to implement the opportunities I have in front of me so I can make the best utilizations out of it. On the other hand, I will have to make the employees understand that the innovation process cannot be utilized without their positive contribution. This is how I would go on to make my innovative strategies implemented successfully to gain the competitive advantage.

References

Bârg?u, M. A. (2015). Leadership versus management. Romanian Economic and Business Review, 10(2), 112135.

Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.

Bucherer, E., Eisert, U., & Gassmann, O. (2012). Towards systematic business model innovation: lessons from product innovation management. Creativity and innovation management, 21(2), 183-198.

Denti, L., & Hemlin, S. (2012). Leadership and innovation in organizations: A systematic review of factors that mediate or moderate the relationship. International Journal of Innovation Management, 16(03), 1240007.

Drucker, P. (2014). Innovation and entrepreneurship. Routledge.

Edquist, C. (2013). Systems of innovation: technologies, institutions and organizations. Routledge.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Stacey, R. (2012). Tools and techniques of leadership and management: Meeting the challenge of complexity. Routledge.

Tohidi, H., & Jabbari, M. M. (2012). Innovation as a success key for organizations. Procedia Technology, 1, 560-564.

Volberda, H. W., Van Den Bosch, F. A., & Heij, C. V. (2013). Management innovation: Management as fertile ground for innovation. European Management Review, 10(1), 1-15.